An ATS is a software tool that helps organizations manage their recruitment and hiring processes digitally. It acts as a central database for job and applicant information, allowing companies to manage job postings, applications, and candidate selection.

How Does an ATS Work?

An ATS automates and streamlines the recruitment process, allowing hiring managers and recruiters to focus on the most qualified applicants. It also helps companies follow best hiring practices and ensures the security of applicant data.

Who Uses an ATS?

Companies of all sizes and industries use ATS to organize, search, and communicate with job applicants and manage their job application process.

Why is an ATS Important?

An ATS accelerates the hiring process, streamlines recruitment tasks, and ensures fair and best-fit hiring practices. It also benefits organizations by:

• Increasing the number of applicants
• Reducing hiring cycles
• Improving collaboration with stakeholders

The Evolution of ATS

Before the internet, job openings were advertised in newspapers and industry publications. With the advent of digital technologies, applying for a job became easier, and recruitment became a volume business. The first ATS were developed in the late 1990s, and today, they are predominantly deployed in the cloud and offered as a software-as-a-service (SaaS) solution.

Use Cases for an ATS

• Recruiters use ATS to manage job requisitions, post openings, review applicants, and manage the progression of candidates.
• Hiring managers use ATS to participate in the recruitment process, review job descriptions, applicants, and résumés, and provide feedback.
• Job applicants use ATS to search and apply for jobs, check application status, and accept job offers.

What to Look for When Considering an ATS

When selecting an ATS, consider the following:

• Scalability: The software should be agile and scalable to meet the organization’s hiring needs.
• Integration: Determine how the technology will integrate with other recruiting software and the overall human resources technology infrastructure.
• User requirements: Ensure the ATS delivers an efficient and positive experience for all users, including applicants, recruiters, and hiring managers.

Capabilities of an End-to-End Recruiting Platform

A comprehensive recruiting solution that includes ATS and CRM capabilities offers the following features and functions:

• Posting a position: Create job descriptions, identify gender bias, and create an employer-branded website.
• Reviewing applicants: Search external and internal applications, configure pre-application screening questions, and automate the storage and analysis of résumé data.
• Interviewing candidates: Schedule interviews, gather feedback, and provide secure access to a candidate portal.
• Hiring and onboarding: Access branded templates, generate offer letters, and automate the onboarding process.

When to Implement an ATS

An organization should consider implementing an ATS when:

• Growing quickly and having ambitious recruitment objectives
• Targeting a specialized skill set or role that is in high demand
• Supporting mass recruiting efforts
• Resolving significant inefficiencies within HR, such as tracking hiring efforts on a spreadsheet or manually submitting job postings to multiple job boards.